HR Advisor

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We value our talented employees, and whenever possible strive to help one of our associates grow professionally before recruiting new talent to our open positions. If you think the open position you see is right for you, we encourage you to apply!

Our people make all the difference in our success.

Compensation Grade
ACE-USD-34

The HR Advisor provides senior-level human resources advisory and operational execution support for INEOS Acetyls, acting as a trusted partner to site and functional leaders. The role focuses on employee and labor relations, workforce execution, performance management, organizational effectiveness, and compliance within a union and non-union manufacturing environment, supporting safe, reliable, and sustainable operations while minimizing people-related risk.

Accountability 1: Safety, Health. Environmental and Quality (SHEQ)

• Complies with and supports SHE expectations as defined by the INEOS Life Saving Rules and 20 Safety Principles.
• Ensures workforce access, training, and employee relations decisions align with site safety and regulatory requirements.
• Integrates SHE expectations into investigations, disciplinary actions, and corrective measures.
• Supports audits and inspections through accurate workforce documentation and compliance practices.

Accountability 2 - Business Partnership and Advisory

• Acts as a trusted HR advisor and internal consultant to site and functional leadership
• Provides guidance on leadership effectiveness, workforce execution, and organizational change.
• Interprets HR policies and employment law to support consistent, risk-based decision making.
• Influences leadership decisions through sound judgment, experience, and workforce insight.
• Strengthens people management capability through coaching and practical guidance.

Accountability 3 - Employee Relations, Investigations & Risk Leadership

• Independently leads complex employee relations matters across union and non-union populations.
• Conducts investigations related to discipline, conduct, performance, harassment, and policy violations.
• Advises leaders on corrective action and termination decisions, ensuring fairness and legal compliance.
• Supports unemployment hearings, audits, and regulatory inquiries.
• Identifies trends and systemic risks and recommends preventative interventions.

Accountability 4 - Labor Relations & Union Administration

• Serves as the primary HR point of contact for day-to-day labor relations activities.
• Administers and interprets collective bargaining agreements, advising leaders on contract application.
• Manages grievance processes through early and mid-stage steps, including investigation and documentation.
• Partners with the HR Manager to prepare arbitration cases through fact-finding and analysis.
• Supports collective bargaining through costing analysis, proposal drafting, and preparation of management materials.
• Builds constructive working relationships with union representatives to support operational continuity.
• Identifies labor-related risks and escalates issues with mitigation recommendations.

Accountability 5: HR Governance, Policy & Continuous Improvement

• May serve as company representative in external industry committees/ networks (VCC, SCG) in select areas of personal expertise.
• Implements and maintains HR policies and procedures aligned with legal, regulatory, and business requirements.
• Provides governance and escalation support for HR operations including payroll, benefits, and HRIS, partnering with HR Operations and Payroll teams.
• Ensures effective internal controls, compliance, and audit readiness without direct transactional ownership.
• Reviews HR metrics, trends, and workforce data to identify risk, improvement opportunities, and control gaps.
• Leads or participates in HR projects and cross-functional initiatives to improve efficiency, consistency, and service delivery.
• Contributes to the continuous improvement of HR programs, governance frameworks, and operating practices.

Accountability 6: Talent, Performance & Organizational Effectiveness

• Partners with leaders on recruiting execution, workforce planning, and succession for critical roles.
• Supports performance management cycles and leadership development activities.
• Advises on organizational design, role clarity, and change management initiatives.
• Supports compensation planning and internal equity reviews.

Level of Education & Knowledge:

• Bachelor's degree in HR, Business, Accounting, Finance, or related field.
• 10+ years progressive HR experience with at least 5 years' experience in employee relations.
• HR experience in petrochemicals or other similar manufacturing industry is preferred.
• PHR/SPHR or SHRM-CP/SCP preferred.

Experience & Technical Skills:

• Strong employee and labor relations experience, including grievance handling
• Working knowledge of collective bargaining agreements and arbitration preparation
• Solid understanding of U.S. employment and labor law
• HRIS experience (Workday preferred) with focus on governance and insights.

Competencies & Behavioral Skills

• High attention to detail with strong ownership mindset and bias for action.
• Excellent written and verbal communication skills; ability to convey complex information clearly.
• Strong analytical and problem-solving skills with the ability to interpret data and make recommendations.
• Highly organized, adaptable, and able to manage competing priorities and deadlines.
• Demonstrated discretion and confidentiality when handling sensitive employee and financial information.
• Continuous improvement mindset with the ability to develop workflows and prevent issue recurrence.
• Ability to influence and coach leaders at multiple levels.
• Ability to influence and coach leaders at multiple levels.

Performance indicators: Describe the criteria allowing to measure to what extent the results are achieved - related to the accountabilities.

• Effective and timely resolution of employee and labor relations matters
• Compliance with employment law, CBAs, and internal HR policies
• Positive labor relations climate and reduction in repeat grievances
• Leader satisfaction with HR advisory support
• Successful audits with no material people-related findings
• Contribution to workforce stability and operational continuity